| Comment Number: | OL-10503074 |
| Received: | 3/4/2005 12:37:33 AM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
What's funny is reading the comments and hearing over and over again, about how this is just a way for the supervisor to get back at, mistreat, or hold back the pay of those older employee's who have dropped out of favor with management or have "made enemies of management" or "disagree" and therefore become "sitting ducks". I can't tell you how many times I've seen our employees get off without any reprimand for offenses that should have (and on the outside, would have) cost them their jobs on the spot. And managers with their hands tied not be able to anything about it. The standard joke around here is, the only way to lose your job is to "go postal", and then you could probably take it to court and get it back, with full back pay! This is no joke... it's wrong. You promote people to supervisors because you know and expect them to be fair and impartial in dealing with these matters, they are leading the work force towards the goal. One can disagree with a supervisor's request or decision, maybe even get a chance to chat about it, but when the decision is made, you'll do it, and encourage others to do the same. If an employee says "no", or gives you the finger, they should be fired, period. It's called supporting management, support for the organization (which that manager should be representing). I have been waiting for years to see any manager in our work unit actually be able to terminate someone for improper conduct, as in the case above, without it being turned around and explained away by other supervisors or Directorate heads and made to look like the manager did something to deserve it, or it's in some other way justified - wrong. This shields these employees, and gives them the power to continue and escalate the behavior. These employees typically do their jobs and nothing more, "dead weight", and in disrespecting officers and supervisors, undermine the whole organization (a cancer). By not rewarding this behavior with pay increases (if it truely works that way) this cancer may decide to retire out, or quit. Either way, the organization and the mission are the winners. Someone said, "slipping back into the good-ole-boy' syndrome, hell, it never left, these people get away with this because they still have the support of one ole boy somewhere that others at the Directorate level and at HR, fear. Not physically, but by shame. One does all their supervisor's notes, documents everything... counseling, ltrs of warning, reprimand, days on the beach, and then its off to court or a hearing and turned around. Shame on you and all your wasted effort. Will that supervisor ever try that again? obviously, no. We should have the ability to terminate with good cause, and supported by documentation anyone who continues this conduct/behavior, period. I will support and promote this, BUT, I'll bet it falls short of real reform, because the gov is just too big, a huge bureaucracy that continually strives to simplify programs by creating more programs, and on and on.